Sexual Harassment Prevention
Government code section 12950.1 requires that all California employers with 50 or more employees provide at least two hours of sexual harassment prevention training to all supervisors once every two years. New supervisors or newly promoted supervisors must receive the required training within six months of hire or promotion.
This training is mandatory for any supervisor who hires, fires, disciplines, and/or directs the work of one or more employees.
This seminar is a cost-effective way to provide this mandatory training to supervisors.
Participants will learn:
The different types of harassment.
What their liability could be in a harassment charge.
About the company’s liability.
What to do if they receive a complaint.
What to do if they feel harassed.
Relevant legislative updates will also be provided.
About the Speaker:
Mark Delgado at Donahue is a senior counsel at Donahue Fitzgerald LLP and a member of the firm’s Labor and Employment Practice Group. Mark’s practice focuses on management-side employment litigation and counseling in all areas of employment law, including matters involving wage and hour law, wrongful termination, breach of contract, discrimination, and harassment.
Mark is a frequent speaker and conducts employment-related seminars and training for all levels of management, human resource professionals, in-house counsel, supervisors, and employees. He is an instructor in the Human Resource Management Program at the College of Extended Learning, San Francisco State University.
The first half of this seminar will provide examples and information to navigate the disability process from the employer’s perspective. Attendees will learn how to apply practical procedures to the most common real-world situations that often occur in the workplace.
Are there are circumstances when migraine headaches, mental health conditions and non-visible ailments may be considered a disability under the law?
Learn how to recognize when an employee may have a disability, when employers are required to provide accommodations for disabilities, and whether or not a leave of absence is mandated.
Are you a covered employer? If so, what is your responsibility? What is the employee’s responsibility and leave entitlement? What should you do and when?
The second half of this seminar will be on the Employment Development Department’s disability process:
Employee online process.
How employers can best represent the process.
Best practices, do’s and don’ts.
About The Speakers
Barbara Trumbly has more than 20 years of human resources experience specializing in small to mid-size organizations providing guidance and leadership to senior managers in organizations. Her broad experience includes developing human resources (HR) processes, policies, compliance, employee relations, performance management, benefits, compensation, and training programs.
Brandy Collins is currently a disability insurance program manager with the Employment Development Department working with the Business Process Innovation Project in the Bay Area. Ms Collins specializes in appeals and workers’ compensation.
2017 may prove to be a pivotal year for employment law in California following an historical election year. Please join us for our annual 2017 California Employment Law Update provided by Michael Brewer from Littler as he presents a lively look at the effects, positive and negative of recent litigation, legislative agency trends as well as an exploration of labor and employment law topics impacting California employers of all sizes, such as:
Election Day – Implications in the workplace
Are you ready for the new White Collar exemption rules?
What does “equal pay for similar work” mean?
Preventing workplace violence in the age of the “active shooter”
Marijuana in California – how should employers navigate this new legislation?
Legislation and litigation updates
The seminar is on January 24, 2017 at the Clarion Hotel, 1050 Burnett Ave, Concord, CA and includes a breakfast buffet.
Michael E. Brewer practices exclusively in the area of labor and employment law, defending employers in cases, including class and collective actions, that involve:
Wage and hour claims
Alleged sexual harassment
Michael regularly appears in state and federal courts and before various governmental agencies including the Equal Employment Opportunity Commission, the Department of Labor, the Department of Labor Standards Enforcement, the Employment Development Department, and the California Department of Fair Employment and Housing.